Organizational Psychology

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Deniz Ones1, Robert Kaiser2,3, Tomas Chamorra-Premuzik4,5,6, Sisek Svensson7 (Translation ed. by: Wladimir Stroh 8)
  • 1 University of Minnesota, Minneapolis, 55455, USA
  • 2 Consulting Psychology Journal: Practice and Research, Greensboro, USA
  • 3 Kaiser Leadership Solutions, 1903 Ashwood Ct, Greensboro, NC 27455, USA
  • 4 Hogan Assessment Systems, 11 S Greenwood Ave, Tulsa, OK 74120, USA
  • 5 Columbia University, 116th St & Broadway, New York, NY 10027, USA
  • 6 University College London, Gower St, Bloomsbury, London WC1E 6BT, UK
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  • 8 National Research University Higher School of Economics, 20 Myasnitskaya Str., Moscow, 101000, Russian Federation

Has Industrial-Organizational Psychology Lost Its Way? (translated to Russian)

2017. Vol. 7. No. 2. P. 126–136 [issue contents]
Work is important. It’s how society gets things done, largely through organizations — commercial enterprises, nonprofits, governmental agencies, and more (Hogan & Chamorro-Premuzic, 2013). It’s where people spend much of their lives and establish a big part of their sense of self. Work groups provide social identities, hierarchies provide status, and difficult work problems provide a chance to be creative and innovate. More than any other discipline, industrial and organizational (I-O) psychology is focused on better understanding and improving this important aspect of life. There is no need to catalogue the historical contributions of I-O psychology — a high-level reminder of a few things like enhancing organizational and individual effectiveness, improving working conditions and enriching jobs, and promoting justice in the workplace more than makes the point. I-O psychology is probably more relevant than ever to work lives, organizations, and society at large. But there is a problem: We see the field losing its way, in danger of becoming less relevant and giving up ground to other professions with less expertise about people at work — but perhaps better marketing savvy and business acumen. Without a fundamental reorientation, the field is in danger of getting stuck in a minority status in organizations: technocrats who apply their trade when called upon but not really shaping the agenda or a part of the big decisions. This article summarizes our concerns with the current state of play in I-O psychology, both academic and applied. Our point is to make a case for how a return to a seemingly forgotten ideal, the scientist–practitioner model, can help the profession get back on the path to relevance, respect, and impact in the world of work.

Citation: Ones D., Kayzer R., Chamorra-Premuzik T., Svensson S. (2017) Industrial'no-organizatsionnaya psikhologiya: tupik ili novyy vitok razvitiya? [Has Industrial-Organizational Psychology Lost Its Way?]. Organizational Psychology, vol. 7, no 2, pp. 126-136 (translated to Russian)
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